Peter Drucker is quoted saying “ There is no success without a successor”. John C Maxwell said the same. One of the hardest projects to tackle is succession, a passing of the baton. Succession planning has many facets that must be considered. So we will rule out the number one factor that makes succession a challenge: no successor. This should never happen for the simple reason that Scripture gives us a solid argument for a well-planned outgoing process: “The things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.” (2 Timothy 2:2 NIV).
As a leader, it is your role and privilege to prepare your next leader. No one else can do that better than you. Barnabas prepared Paul, who prepared Timothy and Titus.
As a good leader and coach, part of your ministry is to deepen your bench. Your bench may not be ready to take over yet, so that makes it so important to get someone ready.
I was not ready to succeed when I started off. Not on day one… or day 365! But at that point down the road, I was. My leaders, mentors, and pastors invested in my life so I’d be ready when the time came. The same principle applies to you.
Succession planning can become complicated for many reasons, which are all understandable. Yet, most errors are preventable by planning. These 5 mistakes can happen no matter what created the succession moment.
For the purpose of this article, I will also eliminate moral failures from the equation. Those situations are extremely complicated. Between the hurts and wounds inflicted to the church and leadership and the removal of title, roles and responsibilities, time and human relationships will always feel constriction and pain.
The deciding factor of complexity originates in the “who” decides it is time to make a transition, which is easy to understand. If the church board, elders, or overseers decide it’s time for a change, you can easily imagine how a pastor could feel. The level of complexity is heightened when this is the case. Betrayal, feuds, misunderstandings, miscommunications, loss of identity and purpose, and the list of all the feels goes on.
If the pastor decides it’s time to call it quits is a little easier, yet still not easy, to deal with.
Here are 5 mistakes people and churches make when crossing the bridge of new leadership:
1. Time miscalculation
It takes time to pass on the baton. It really does. Of course, the pastor in the waiting seat is eager to begin their tenure. Yet, many churches miscalculate how much time is needed and often underestimate what is needed to communicate to each concerned party. Just making the plan takes time!
You must communicate with the leaving pastor, the incoming one, the church board, staff, volunteer ministry leaders, the congregation, and local partners. Then, determining the transfer of responsibilities needs evaluation, and again, time.
Remember this is succession planning, it’s not a kick-out party. You don’t want to drag it out, but you don’t want to rush it either. Your expectations of a quick process may very be distorted.
2. Underestimation of risks
“It will go well.” Maybe it will, maybe it won’t. Human nature is human nature. Like the Message poetically puts it “The heart is hopelessly dark and deceitful, a puzzle that no one can figure out.” (Jeremiah 17:9). Zero risk theory is a very bad strategy here.
The risks of implosion are real. People can leave the church because a beloved pastor is moving on, which could bring an exodus of leaders and financial strain. Many ministries have crashed under the weight of transfer. Relational feuds can be brought to light. Never underestimate the possibility of implosion.
An explosion may also occur. Struggles for power, authority, and responsibility may very well happen.
Believing everyone will be living out the fruit of the Spirit (Galatians 5:22-23) and be mature about the plan is wishful thinking.
Don’t misunderstand me: I am not saying it will go sideways. There is no certainty of this, but I am declaring it could go sour. Underestimating the risks is a common mistake and is not an effective strategy!
3. Fumble during the transfer of powers
Succession planning is a relay race. One holds the baton and must pass it to the next runner. The difference between the two concepts is that willingness is implied in the latter. People are what they are: flawed and imperfect, yet redeemed by grace!
Handing the baton of responsibilities is the easy part. Really. The more complicated part is relinquishing the control attached to it.
It is common for the leaving pastor to desire, willingly or not, to keep some control over the outcomes of the transfer of powers. That is quite understandable. Nobody wants their legacy to be altered or destroyed. It is the work and labor of years, maybe decades, that is at stake. Sometimes, the new leader hesitates to take over the given mantle, which creates uncertainty and hesitation.
The easier way, again not easy, is for the leaving leader to hand over what needs to be given (responsibilities, roles, titles, etc.) and for the incoming pastor to own the new package of leadership.
4. Misidentification of prerequisites
Another common mistake is that the church leadership doesn’t adequately identify what is needed in the coming season of ministry, thus misidentifying the prerequisites of who is needed in the succession plan.
The church leadership needs to agree on what is necessary to happen for the church to heal, bloom and grow in a season of change. It will need time to heal and grieve the loss of a beloved leader and willingness to adapt to a new way of being and doing.
If you do not align correctly to the needed or wanted new direction, your new paths will be flawed and erroneous.
5. Relational faux-pas
Relationships are beautiful and complicated, specifically in the case of succession planning. Some pastors may still want their place in the church. They may demand the title of “founding pastor” and keep part of their influence on the different committees. Handling those situations is like trying to grab one crab in a crab basket: touchy!
A common faux-pas is forgetting to thank the spouse or kids in the transition process. It doesn’t matter if they were as appreciated as the pastor. In silence, the spouse bears the weight of ministry in the prayer closet. Remember to honor them as well.
A weird relational faux-pas is also the “King’s calling”: the king is dead, long live the king. On the same weekend, the sendoff speeches and gifts for the leaving king (I know, pastors are not kings, bear with me in this illustration!) AND the welcoming of the new king happen. Don’t do that. Just don’t.
Honor the right people at the right time, and faux-pas will barely be existent.
So, if you’re preparing to transition or thinking about your succession plan, ask for help. Talk to churches you know who transitioned well in their leadership positions or even ministerial staffing companies. You can even talk with pastors you think did not transition well and learn from their mistakes. They can be useful in helping you avoid these 5 common mistakes.
